Tom Janz presents new people-analytics solutions to old and emerging problems that hobble the full deployment of performance science in the field of talent management. Applied to the future workforce, we tackle the Talent Traps of: Scary Screening, Anemic Assessment and Intuitive Interviewing. The respective solutions we will outline and illustrate include:

Fast, visual, screening profilers

Engaging and/or animated performance simulators

Automated Behavioral Interviewing.

Video interviewing can be administered and scored digitally via a form of natural language analytics that uses latent semantic indexing. Applied to the current workforce, the most costly talent traps consist of: Superficial Orientation, Demoralizing or Abandoned Appraisal, and Self-serving Succession.

In the interests of time, the solution illustrated for the current workforce deploys exemplar set analytics applied to the corporate digital communication database to deliver tables and maps. These maps surface under-leveraged talent gems as well as toxic talent—revealing how much of it there is and where. Then a second psychometric analysis phase sharpens the picture around what to do about it by adding a measure of future success/toxic propensity to the natural language measure of past successful/toxic behaviors.